the canadian - cupe alberta · 2018. 6. 11. · group of positions having sufficiently similar...

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COLLECTIVE AGREEMENT

BETWEEN

THE CANADIAN UNION OF PUBLIC EMPLOYEESLOCAL 2426

C ‘Canadian UnionJof Public Employees

AND

THE TOWN OF MORINVILLE

January 1, 2018 to December 31, 2020

Morinville

WCanadan 3H ct & Prof.,sc na Em:Ic vetsLocav4v1

TABLE OF CONTENTS

ARTICLE SUBJECT PAGEPreamble

1 Definitions 42 Term of Agreement and Amendments 43 Recognition and Negotiation 54 Equal Pay for Equal Work 5S Management Rights S6 Check off of Union Dues 6

7 Correspondence/Notifications to the Union and Distribution of Collective Agreement 6

8 Labour-Management Relations 79 Grievance Procedure 7

10 Arbitration Procedure 911 Warning Notices and Notices of Discipline 1012 Seniority 1013 Layoffs, Recalls and Job Loss 1114 Job Vacancies and Posting 1215 Promotion and Staff changes 1216 Probationary Period 1317 Hours of Work 1318 Overtime 1419 Shift Differential 1520 On-Call 1521 Call-Outs 1522 General Holidays 1623 Time in Lieu 1824 Vacation 1825 Leave of Absence 2026 Special Leave 2127 Compassionate Care Leave 2128 Bereavement Leave 2129 Maternity Leave/Parental Leave 2230 Sick Leave 2231 Health Benefits 2332 Pension 2433 Employee Classification 2434 Temporary Assignments 2535 Wages 2536 General Employment Provisions 2637 Contracting & Job Loss 27

Signing 8Appendix 1 - Wage Rates 29Schedule A - Severance Schedule 30Letter of Agreement #1 — Seasonal Workers 31Letter of Agreement #2—2018 Payments and Rates 32

Collective Agreement between CUPE Local 2426 and The Town of Morinville -2-

THE TOWN OF MORINVILLE Municipal Corporation(hereinafter referred to as “the Town”)

-and

CANADIAN UNION OF PUBLIC EMPLOYEES, Local 2426(hereinafter referred to as ‘the Union”)

PREAMBLE

WHEREAS, it is the purpose of both parties to this Agreement:

1. To maintain and improve harmonious relations between the Town and the Union;

2. To recognize the mutual value of joint discussion5 and negotiations in matters pertaining to workingconditions and employment;

3. To ensure effective and efficient delivery of services to Town residents; and

4. To promote the morale, well being and security of Employees in the Bargaining Unit of the Union;

AND WHEREAS it is now desirable that methods of bargaining and matters pertaining to the workingconditions of Employees be drawn up in a Collective Agreement,

NOW THEREFORE WITNESSED that in consideration of the mutual covenants contained herein, the Town andthe Union each agree with the other as follows:

In this Agreement, unless otherwise required by the context, all words in the singular shall include the pluraland all words in the plural shall include the singular; words of masculine gender shall include feminine.


Article 1- DEFINITIONS

(a) Employee shall mean a person assigned to a position coming within the scope of this Agreement.

(b) Permanent Employee shall mean any Employee who is filling a permanent position and hassuccessfully completed the required probationary period and has continued in the employ of theTown or who has otherwise become permanent in accordance with the terms and conditions ofthis Agreement.

(c) Permanent Part-Time Employee shall mean an Employee who is hired to work regularlyscheduled shifts but who is assigned working hours that are less than the regular working hoursspecified for a Permanent full-time Employee. (Reference Article 17.02)

(d) Probationary Employee shall mean an Employee who is serving a probationary period ofemployment in his initial employment and reemployment with the Town in a permanent positioncoming within the scope of this Agreement. This shall not apply to Permanent Employees who arelaid off and recalled within 12 calendar months.

(e) Temporary Employee shall mean an Employee who is filling an established position for relief, for aperiod under twenty four (24) months. Under extenuating circumstances, in consultation with theUnion, the period may be extended to a maximum of thirty six (36) months.

(f) Seasonal Employee shall mean an Employee who is hired to perform work for a predeterminedperiod of time or a predetermined task not exceeding six (6) months. Extensions will be grantedwith written acknowledgement of the Union.

(g) Casual Employee shall mean an Employee who is hired on an as need basis and is not scheduledfor a regular shift.

(h) Supervisor shall mean Department Head or designate.

(i) Foreman shall mean an individual employed by the Town in the capacity of Foreman as per theirjob description or designation.

U) Trial Period shall mean the trial period of employment of a Permanent Employee in a permanentposition coming within the scope of this Agreement.

(k) Classification shall mean a group of positions having sufficiently similar duties, responsibilities,authority and required qualifications that a common descriptive title may be used.

(I) Position shall mean a specific set of duties and conditions developed for the purpose ofassignment to a single incumbent.

Article 2- TERM OF AGREEMENT AND AMENDMENTS

2.01 Term

This Agreement shall be in full force and effect as of the 15t day of January, 2018, and continue in fullforce and effect until the 31M day of December, 2020.


2.02 Amendments and Notice

Either of the parties hereto may serve notice to commence collective bargaining by notice in writing notless than sixty (60) days or more than one hundred and twenty (120) days prior to the expiration date ofthis Agreement. When notice to commence collective bargaining has been served the parties shallwithin thirty (30) days after notice is served meet to commence collective bargaining. The parties shallexchange bargaining proposals within fifteen (15) days of the first time they meet, or within any longertime period agreed on by the parties.

2.03 If amendment is desired by either party, the outline of the amendments shall be transmitted to theother party and the existing Agreement shall remain in full force until the process of collectivebargaining has been completed or the parties hereto are in a position to conduct a strike vote or a lockout vote, as the case may be, in accordance with the provisions of the Labour Relations Code, whicheverfirst occurs.

2.04 Changes in this Agreement agreed upon by the parties hereto, however, may be made at any time,provided that such changes are properly reduced to writing and executed by authorized representativesof the parties to this Agreement.

Article 3-RECOGNITION AND NEGOTIATION

3.01 The Employer recognizes the Canadian Union of Public Employees, Local 2426, as the sole bargainingagent for all Employees as set out in Certificate Number 198-92 issued by the Alberta Labour RelationsBoard.

3.02 The Town recognizes the Union through its accredited officers or representatives as the sole andexclusive agent for those Employees covered by this Agreement for the purpose of collective bargaining.It is understood that the Employees covered under CUPE Local 2426 will be given valid opportunity forinput on any organizational policy and/or procedure that could potentially impact the work place.

3.03 The Town shall not enter into any agreement with any individual Employee or group of Employees in theBargaining Unit respecting the terms and conditions of employment which may conflict with the termsof this Agreement.

3.04 The Town agrees to negotiate with the Union or any of its authorized committees concerning mattersaffecting the relationship between the parties, aiming towards a peaceful and amicable settlement ofany difference that may arise between them.

Article 4-EQUAL PAY FOR EQUAL WORK

4.01 The provisions of the Alberta Human Rights Legislation shall apply in respect to equal pay for equal workregardless of gender.

Article 5-MANAGEMENT RIGHTS

5.01 The Union recognizes and agrees that it is the exclusive right of the Town to exercise all of the usual andcustomary rights of management, and to manage and control the business of the Town and to direct itsworking forces.


5.02 All matters concerning the operation of the business of the Town and not specifically dealt with in thisAgreement are reserved to the Town and remain its exclusive responsibility.

5.03 The question of whether any management rights are expressly limited by this Agreement shall bedecided through the grievance and arbitration procedure.

5.04 Persons not in the Bargaining Unit shall not perform work of the Bargaining Unit except for the purposesof instruction, training or in an emergency.

Article 6—CHECKOFF OF UNION DUES

6.01 Deductions of monthly dues shall be made from the payroll and shall be forwarded to CUPE National notlater than the fifteenth (i5th) day of the month following, accompanied by a list of names of theEmployees from whose wages the deductions have been made.

6.02 The Union acknowledges that the deduction of amounts equal to the dues does not constitutemembership in the Union, and that membership shall continue to be voluntary.

6.03 The Union shall advise the Town, in writing, of any change in the amount of dues to be deducted fromthe Employees covered by this Collective Agreement. Such notice shall be communicated to the Town atleast thirty (30) days prior to the effective date of the change.

6.04 The Union agrees to indemnify and save the Town harmless against any claim or liability arising out ofthe application of this Article.

Article 7- CORRESPONDENCE/NOTIFICATIONS TO THE UNION AND DISTRIBUTION OF COLLECTIVE AGREEMENT

7.01 All correspondence between the parties, except as otherwise set out in this Agreement, arising out ofthis Agreement or incidental thereto, shall pass to and from the Human Resources Representative andthe President of the Union.

(a) The Union shall provide the Human Resources Representative with an up-to-date list of UnionOfficers appointed to CUPE Local 2426 including the name of the National Representative. TheUnion also agrees to provide the names of Shop Stewards. Recognition will not be given by theTown unless this requirement is met.

(b) The Town shall provide the Union with a written notification listing the name(s) of anyEmployee(s) in the Bargaining Unit who receives an appointment or is subject to layoff or recall.

(c) In January of every year the Town shall provide the Union with an updated list of names,addresses and phone numbers of all members of the Bargaining Unit. The Union shall useEmployee information only for the purpose of fulfilling its role as the exclusive bargaining agent ofEmployees covered by this Agreement.

7.02 The Town shall supply to each Employee within the Bargaining Unit a copy of this Agreement. All newEmployees within the unit shall be supplied with a copy of this Agreement by the Town when they arehired.


Article 8- LABOUR-MANAGEMENT RELATIONS

8.01 In the event that an Employee 15 elected or appointed to the Negotiating Committee for the Union, heshall be granted leave with pay for the purpose of attending joint collective bargaining, conciliation ormediation meetings in the establishment of a new Collective Agreement. It is understood that no morethan three (3) Employees will be granted leave for the purposes of attending the said meetings on behalfof the Union and that the Human Resources Representative will be advised in writing of the members ofthe Union’s Negotiating Committee at the time notice to amend the Collective Agreement is served.

8.02 Union meetings shall not take place on any of the Towns premises without the authorization of theHuman Resources Representative or designate.

8.03 A Labour Management Committee shall be established and be composed of two (2) representativesappointed by the Town and two (2) representatives appointed by the Union and shall meet at aminimum of twice per year or at the call of either Chair.

Article 9-GRIEVANCE PROCEDURE

9.01 Grievance

The word ‘grievance” when used in this Agreement shall mean any difference concerning theinterpretation, application, operation or alleged violation of this Agreement, including any question as towhether the difference is arbitrable.

9.02 Attendance at Grievance Meetings and Hearings

If an accredited representative of the Union is required to meet with the Town representative, or attenda hearing to discuss a grievance during working hours, they shall be granted leave with pay subject tosuitable arrangements with their immediate Supervisor concerning their own work responsibilities. Ifthe Employee who is grieving is required to attend a hearing, they shall be granted leave with pay.

9.03 Recognition of Union Stewards

In order to provide an orderly and speedy procedure for settling of grievances, the Town acknowledgesthe rights and duties of the Union Stewards. All elected officers of the Union (President, Vice-President,Secretary-Treasurer, Recording Secretary) are also recognized as Union Stewards. The Steward, subjectto Article 9.04, may assist any Employee whom the Steward represents in preparing and presenting hisgrievance in accordance with the grievance procedure.

9.04 Permission to Leave Work to Investigate Grievance

The Town agrees that Stewards shall not be hindered, coerced, restrained or interfered with in any wayin the performance of their duties while investigating a grievance as provided in this Article. The Unionrecognizes that each Steward is employed fulltime by the Town and that they will not leave their workduring working hours without first obtaining the permission of their Supervisor in accordance withArticle 9.02.

9.05 Grievances to be Settled with No Work Stoppage

Any difference concerning the interpretation, application, operation or alleged violation of this


Agreement, including any question as to whether the difference is arbitrable, shall be settled withoutstoppage of work or refusal to perform work in accordance with the following procedures.

9.06 Types of Grievances

Grievances shall be of two (2) types mainly:

(a) Individual grievances relating to or affecting the right of one or more specific individuals.

(b) Policy grievances which are not of an individual or group nature, but which are applicable to allEmployees covered by the scope of this Agreement.

9.07 Steps in the Grievance Procedure

(a) Step 1

The griever will first seek to settle the dispute with the Employee’s immediate Supervisor on aninformal basis within ten (10) working days following the date of the occurrence giving rise to thegrievance. The Supervisor shall have five (5) working days in which to respond to the grievance.

(b) Step 2

(i) Failing satisfactory settlement and within five (5) working days after the response in Step 1from the Supervisor the grievance may be submitted by the Union to the appropriateDepartment Head or his delegate in writing with particulars of the grievance and the redresssought.

(ii) The appropriate Department Head shall review the grievance and shall provide the Union andthe griever with a written decision together with the reasons therefore within ten (10)working days from the day that the grievance was initiated.

(c) Step 3

If the decision of the appropriate Department Head does not settle the grievance, the Union mustwithin five (5) working days from the day that the decision was received by the Union, appeal thedecision in writing to the Chief Administrative Officer and such appeal shall specify all the detailsof the grievance, the Article or Articles of this Agreement upon which the grievance is based, andthe remedy requested.

(d) Step 4

The Chief Administrative Officer, or their designate, shall hold a hearing within five (5) workingdays of the day that the Chief Administrative Officer received the grievance and a written decisionon the grievance together with the reasons therefore shall be given to the Union within ten (10)working days of the hearing.

(e) Step 5

If the decision of the Chief Administrative Officer, or their designate, does not settle thegrievance; the Union must within ten (10) working days from the day the decision was receivedrefer the grievance to an arbitration board as hereinafter set out.

collective Agreement between CUPE Local 2426 and The Town of Morinville -8-

9.08 Policy Grievance

A Policy Grievance must be initiated in writing by the Union with the Chief Administrative Officer underStep 3 within fifteen (15) working days of the time of the incident which gave rise to the grievance. ThePolicy Grievance shall specify all of the details of the grievance including the nature of the grievance, theArticle or Articles of this Agreement upon which the grievance is based, and the remedy requested. ThePolicy Grievance shall state particulars of the grievance and the redress sought.

9.09 Definition of Working Days

For the purposes of Article 9 ‘working days” shall mean consecutive days exclusive of Saturday, Sundayand General Holidays.

9.10 Failure to Comply With Time Limits

Where there is a failure by an Employee or the Union to follow the grievance procedure, including afailure to comply with any of the time limits prescribed in the grievance procedure, the grievance shallbe deemed to have been withdrawn and abandoned.

9.11 Extension of Time

Time limits in the grievance procedure may be extended by mutual agreement in writing between theTown and the Union.

Article 10- ARBITRATION PROCEDURE

10.01 Both Parties may, at mutual agreement, after the matter has been referred to an arbitration board,engage the services of a labour mediator to attempt and resolve the matter at mediation.

10.02 When a grievance is referred to arbitration under this Agreement, the notice referring the matter toarbitration shall state the name and address of the nominee of the Union. Within seven (7) daysthereafter, the Town shall advise the Union of the name and address of its nominee to the arbitrationboard. The two (2) arbitrators shall then select a third person who shall be chairman of the arbitrationboard.

10.03 If the Town fails to appoint an arbitrator in the time limit specified, or if the two (2) nominees fail toagree upon a chairman within seven (7) days of their appointment, the required appointment shall bemade by the Minister of Labour upon the request of either party.

10.04 The arbitration board shall determine its own procedure and shall give all parties the opportunity topresent evidence and make representations.

10.05 The arbitration board shall hear and determine the grievance and shall issue an award in writing and itsdecision is final and binding upon the Town and the Union and upon any Employee affected by it. Thedecision of the majority is the award of the arbitration board, but if there is no majority, the decision ofthe chairman governs and it is then deemed to be the award of the board.

10.06 Each party to the arbitration shall bear the expense of its respective nominee to the arbitration boardand the two parties shall bear equally the expenses of the chairman.


10.07 The arbitration board, by its decision, shall not alter, amend or change the terms of this CollectiveAgreement.

10.08 The time limits fixed in the arbitration procedure may be extended by consent of the parties.

Article 11-WARNING NOTICES AND NOTICES OF DISCIPLINE

11.01 The Town may give an Employee a written warning notice or a notice of discipline for a breach ofdiscipline. Copies of all warnings or notices of discharge, suspension or other discipline shall bemaintained in the Employee’s file with a copy sent to the President of the Union. The Employer shallinform the Member of their right to have the Shop Steward or other Union representation present atmeetings dealing with discipline.

11.02 Past warning notices or notices of discipline shall be deemed void after an Employee has maintained aclear record for a period of twenty four (24) months.

Article 12— SENIORITY

12.01 Seniority Defined

The word ‘seniority’ when used in this Agreement shall apply only to Permanent Employees and shallmean the length of unbroken service by a Permanent Employee in positions coming within thejurisdiction of this Agreement.

12.02 Seniority List

A list showing the seniority of Employees within the Bargaining Unit shall be sent to the Union andposted on the lunchroom bulletin board by the Town in January of each year.

12.03 Job Transfer and Seniority

A temporary transfer from one branch of a department to another branch of the same department for aperiod of less than twelve (12) months, even if such a transfer is outside the jurisdiction of the Union,shall not affect the normal seniority standing of such Employee.

12.04 Seniority Standing

When an Employee achieves permanent status, his length of unbroken service in positions comingwithin the jurisdiction of this Agreement shall determine his seniority standing. Temporary and SeasonalEmployees working full time hours shall not have seniority standing unless they are hired into apermanent position and do not have a break in service of less than thirty (30) days, in that case theirseniority shall be from the original date of hire. Seniority shall apply in accordance with the otherprovisions of this Agreement in respect to promotions, transfers, layoffs and recalls.

12.05 Loss of Seniority

An Employee shall not lose seniority rights if they are absent from work because of sickness, accident,layoff, or leave of absence approved by the Town. An Employee shall only lose their seniority in theevent:


(a) The Employee is discharged for just cause and is not reinstated.

(b) The Employee resigns.

Cc) The Employee is laid off and fails to report to work within ten (10) working days after beingnotified in writing to do so. It shall be the responsibility of the Employee to keep the Towninformed of their current address.

(d) The Employee is laid off for a period in excess of twelve (12) months.

(e) On retirement.

Article 13— LAYOFFS, RECALLS AND JOB LOSS

13.01 Layoff Procedure

(a) In the event of a layoff, as a result of a shortage of work, Employees shall be laid off within eachaffected classification in the reverse order of their seniority provided that those remaining havethe required knowledge, qualifications, abilities and skills to fill the positions available.

(b) In the event of lay off, an Employee who is unable to maintain employment due to a lack ofseniority and is not recalled within the recall period, will receive severance as per Schedule A -

Severance Schedule.

(c) If the Town restructures job classification with the Union membership, no Employees shall losetheir current salary rate.

(d) The Union shall be notified of layoffs, displacements and re-assignments as they occur.

13.02 Recall Procedure

(a) Employees shall be recalled in the order of their seniority within the affected classification whenwork becomes available provided that they have the required knowledge, qualifications, abilitiesand skills to fill the positions available. An Employee is eligible for recall for a period no more thantwelve (12) months from the effective date the Employee was laid off.

(b) Employees who are recalled must return to work within ten (10) working days or they will beconsidered terminated with no severance.

13.03 Hiring Versus Recall

No new Employees will be hired until those laid off within the affected classifications that have therequired knowledge, qualifications, abilities and skills to fill the positions available have been given anopportunity of recall.

13.04 Layoff/Benefit Premiums

An Employee who is laid off shall make prior arrangements to pay the full premium of any applicablebenefit plans to assure continuation of such protection if so desired. Such arrangements shall continuefor a period of no more than twelve (12) months.

collective Agreement between CUPE Local 2426 and The Town of Morinville -il

Article 14- JOB VACANCIES AND POSTING

14.01 Scheduled Posting

Any vacancy in a permanent position or a newly created permanent position within the jurisdiction ofthe Union which is required to be filled, must be posted and shall remain posted for a period of seven(7) working days in all departments having jobs coming within the jurisdiction of the Union.

14.02 Requirements of Job Posting

All job postings shall contain at least the following information:

Nature of the position, qualifications, required knowledge and education, skills, shift and wage orsalary rate.

14.03 Temporary Appointments

Where the conditions of the service indicate that the position is required to be filled immediately, atemporary appointment may be made for the duration of the posting procedure.

14.04 Union Notification

A copy of all postings shall be sent to the Union.

14.05 Applications and selection

Consideration will be given to members of the Bargaining Unit for vacancies; all applications shall beaddressed to Human Resources. Human Resources shall notify the Union of the proposed appointee andthe names of all Employees who were unsuccessful applicants, upon the completion of the selectionprocess.

Article 15 - PROMOTION AND STAFF CHANGES

15.01 Promotion Defined

The word “promotion’ when used in this Agreement shall mean the advancement of an Employee to aposition with a higher regular rate of pay than their present posting.

15.02 Considerations in Promotions

In making promotions to vacant positions coming within the jurisdiction of the Bargaining Unit, therequired knowledge, qualifications and skills contained in the job description shall be the primaryconsiderations. Where two (2) or more applicants are equal, seniority shall govern.

15.03 Trial Period

A Permanent Employee who has been selected to fill a permanent position shall have a trial period ofthree (3) months. This trial period may be extended a further three (3) months where warranted byspecial circumstances. In the event that the normal trial period is extended the Employee and the Unionshall be advised of the Town’s reasons. During the trial period, an Employee may elect to revert to hisformer position or may be reverted by the Town.


Article 16- PROBATIONARY PERIOD

16.01 Term

The normal probationary period for new Employees engaged in permanently established positions shallbe three (3) months, with the Town reserving the right where warranted by special circumstances toextend this period a further three (3) months.

16.02 Extension

In the event that the normal probationary period is extended, the Employee and the Union shall beadvised of the Towns reasons. In the event that the Union disputes that there are special circumstanceswarranting the extension, the Union may grieve the matter in accordance with the grievance procedure.

16.03 Meeting Requirements

A Probationary Employee may be discharged at any time during their probationary period when theTown considers it advisable to do so, and shall not have recourse to the grievance or arbitrationprocedures.

16.04 During the probation period, Employees shall, unless otherwise specified, be entitled to all rights andprivileges under this Agreement except with respect to discharge and benefits. After completion of theprobationary period, seniority shall be effective from the original date of employment.

Employee benefits shall commence upon completion of the probation period.

Article 17- HOURS OF WORK

17.01 The words regular hours of work’ when used in this Agreement shall mean the assigned daily hours ofwork, exclusive of overtime. It is agreed by the Union that the provisions of this Article citing regularhours of work are intended to establish a basis for computation of overtime, and shall not be construedas a guarantee of hours worked.

17.02 Regular Hours of Work

With the exception of those Employees affected by Article 17.03 and 17.04 the regular hours of work forEmployees shall not exceed eight (8) hours per day or forty (40) hours per week. With the exception ofthose Employees affected in a department or classification, the hours of work shall be between 6:00am. and 6:00 p.m. daily.

17.03 Hours of Work - Arena

The regular hourly schedule for Employees working in the Arena shall be ten (10) hours per day totalingforty (40) hours per seven (7) day work period with three (3) consecutive days off. Rest periods shall beas mutually agreed to by the employer and Employee. Reference to lunch breaks under Article 17.07 ofthe Agreement shall not apply to Employees in the Arena. Where ten (10) hour shifts are worked, Article18.02 shall not apply.


17.04 Hours of Work - Morinville Community Cultural Centre (MCCC)

During the term of this Agreement the hours of work for Employees working in the MorinvilleCommunity Cultural Centre (MCCC) will be set by joint discussion and mutual agreement, having regardfor the operational necessities of the service. In the event mutual agreement is not reached, theEmployer shall determine the hours of work. In the event that the Employer schedules the work,Employees with the most seniority will have the first choice of shifts. Rest periods shall be as mutuallyagreed to by the Employer and the Employee. Reference to lunch breaks under Article 17.07 of theAgreement may not apply to Employees at the MCCC. Where ten (10) hour shifts are worked, Article17.02 shall not apply.

17.05 Days Off

An Employee shall be scheduled two (2) consecutive days off per week except where such wouldinterfere with the efficient operation of the department.

17.06 Notice of Shift Change

The Town shall give the Employees and the Union at least ten (10) working days’ notice of a proposedshift change, except in an emergency.

17.07 Meal and Rest Breaks

Employees shall be entitled to one half (3’) hour unpaid lunch break per day. Rest periods shall be asmutually agreed to by the Town and the Employee. Where an Employee is required by the Town foroperational reasons, to remain available for work during a meal break, the Employee will be paid forsuch meal break.

17.08 An Employee shall be permitted a rest period of fifteen (15) consecutive minutes in each four (4) hoursegment of a shift at a time in a place designated by the Town.

Article 18— OVERTIME

18.01 Overtime Defined

Where an Employee is required to work in excess of his regular hours of work, all such work shall beconsidered overtime.

18.02 Overtime Payment (Working Day/Day Off/General Holiday)

Overtime shaH be paid at one and one half (1’/) times the Employees’ regular hourly rate of pay. Whereovertime is performed from 2:30 p.m. on a Friday to 6:00 a.m. Monday or a General Holiday specified in22.01, the Employee shall be paid at two (2) times the employee’s regular hourly rate of pay for allovertime worked.

16.03 Distribution

(a) Subject to the efficient operation of the affected department, the Town shall attempt, wherepossible, to distribute overtime on an equal basis within each classification, except in cases ofemergency.


(b) Overtime will be distributed on a rotational basis, as equitably as practical for those Employeeswho:

(i) Are normally performing the work at the time.

(ii) Have signified their availability for overtime when requested by the Town.

(üi) Are qualified to perform such work.

Article 19- SHIFT DIFFERENTIAL

19.01 Those Employees who are scheduled to work between the hours of 6:00 PM and 6:00 AM and any hourson a weekend, shall receive a shift differential of:

• One dollar and seventy five cents ($1.75) per hour for all hours worked between 6:00 PM and12:00 AM (midnight), and any hours worked on a weekend.

• Two dollars and fifty cents ($2.50) per hour for all hours worked between 12:00 AM (midnight)and 6:00 AM.

19.02 An Employee shall not be eligible for shift differential for hours worked at overtime rates.

Article 20— ON-CALL

20.01 Any Employee when assigned to on-call duty shall be paid an on call rate of:

• Thirty dollars ($30.00) per day.

All overtime work performed during the performance of on-call duties shall be paid in accordance withArticle 12.02— Overtime.

20.02 Only Employees residing within the Town’s municipal boundaries are eligible to be placed on-call, or asotherwise determined by the appropriate Department Head.

20.03 An Employee on-call may initiate a call-out as per approved procedures or practices of the Town asdefined by the appropriate Department Head.

Article 21 - CALL-OUTS

21.01 An Employee who is called out to work outside their regular working hours shall be paid for a minimumof two (2) hours at overtime rates. This provision shall not apply to a second or subsequent call-out ininstances where less than two (2) hours have elapsed since the commencement of the previous call-out.

Collective Agreement between cur Local 2426 and The Town of Morinville -15-

Article 22- GENERAL HOLIDAYS

22.01 Named Holidays

All Employees in the Bargaining Unit, provided they meet the terms and conditions set out in 22.02, shallbe entitled to the following General Holidays:

• New Year’s Day• Family Day• Good Friday• Easter Monday• Victoria Day• Canada Day• August Civic Holiday• Labour Day• Thanksgiving Day• Remembrance Day• Christmas Day• Boxing Day

and any other day proclaimed as a holiday by the Town or any other day which is designated as aGeneral Holiday legally binding on the Town by the Provincial or Federal Governments.

22.02 Eligibility and Conditions Governing General Holidays

(a) All Employees in the Bargaining Unit, shall receive the recognized General Holidays for which theyare eligible with pay, or other days with pay in lieu of such General Holidays

(b) An eligible Employee who does not work on a general holiday is entitled to their average dailywage.

(c) An Employee is not entitled to holiday pay when they don’t work on a general holiday but arerequired or scheduled to do so, or, are absent from employment without consent of the Employeron the Employee’s regular working day preceding, or first regular working day following, thegeneral holiday.

(d) General Holiday Pay:

(i) an eligible Employee who does not work on a general holiday is entitled to their averagedaily wage.

(H) an eligible Employee who works on a general holiday will receive, as determined by theTown either:

• average daily wage plus one and one half (1¾) times the Employee’s wage rate for allhours worked; or

• regular wages (and overtime, if applicable) plus a future day off with payment ofaverage daily wage.


22.03 Granting of Day in Lieu

(i) Where the Town designates a day off in lieu of the actual General Holiday for the majority of itsEmployees, the Employees within specific departments may be allowed off on such day. In theevent that this is not possible, the Employee may be allowed a day off in lieu of the GeneralHoliday at a time mutually agreed between the Employee and his Supervisor. If such a day cannotbe provided, the Employee shall receive his regular day’s pay at his regular rate of pay in lieu ofthe General Holiday.

(ii) Employees working in Recreation Facilities who work ten (10) hour shifts on General Holidays shallbe paid in the following manner:

10 hours paid at their regular rate

10 hours paid at time and one half (1.5 x regular rate)

(iii) All other Employees who work on a General Holiday shall be paid in accordance with Article 18(Overtime), Article 20 (On-Call) and Article 21 (Call-Outs).

22.04 General Holidays and Sick Leave

When a day designated as a General Holiday falls within a period of sick leave where the Employee isreceiving accumulated sick leave credits, weekly income replacement or long term income replacement,the General Holiday shall be counted a day of sick leave and under no circumstances shall an Employeereceive any additional entitlement in respect of that day.

22.05 General Holidays and Workers’ Compensation

(a) When a day designated as a General Holiday falls within a period of time an Employee is eligible toreceive Workers’ Compensation benefits, it shall be counted as a day of Workers’ Compensationbenefit and under no circumstances shall an Employee receive any additional entitlement inrespect of that day.

(b) Union Employees will receive a Workers’ Compensation pay supplement as follows:

(i) A Permanent Employee prevented from performing their regular work with the Town onaccount of an occupational accident that occurs in the course of their work for the Townthat is covered by the Workers’ Compensation Act shall receive from the Town thedifference between the amount payable by the Workers’ Compensation Board and theirlast rate of pay until the Workers’ Compensation Board certifies they are able to return towork or until they are granted a permanent pension by the Workers’ Compensation Board,whichever may be sooner. In order for an Employee to continue receiving their regular pay,they shall assign their compensation monies over to the Town.

(ii) While on Workers’ Compensation leave, an Employee shall continue to accrue seniority;notwithstanding the above, the Employee shall not accrue vacation and sick leave creditsfor a period greater than one (1) month from the date of injury/accident.

(iii) Should an Employee fail to report an accident within forty-eight (48) hours, Article 22.06(b)may not be applicable. This will be waived in extraordinary situations where the Employeecould not report such an accident.


22.06 General Holidays and Leave of Absence

When a General Holiday falls within a period of paid leave (other than vacation) or a non-paid leave, theGeneral Holiday will be considered as part of that leave and will not be granted again at the end of suchleave.

Article 23—Time in Lieu

23.01 Time in Lieu

(a) Every Employee who is required to work overtime, work on-call, work on a call-out or work on aGeneral Holiday as outlined in Article 22.01, shall at the time of working overtime or at the time ofworking on-call or at the time of working on a call-out or at the time of working on a Generalholiday, elect whether to be paid for the time or receive compensating time in lieu.

(b) An Employee who elects to be paid for the time shall be paid in accordance with the language ofArticle 18 (Overtime), Article 20 (On-Call), Article 21 (Call-Outs) and Article 22 (General Holidays).

(c) An Employee who elects to receive time in lieu of being paid overtime or being paid on-call orbeing paid for a call-out or being paid for time worked on a General Holiday shall be credited withtime in lieu equivalent to the number of hours that would have been paid for the time worked, atthe rate of pay in effect at the time such time was worked. However, an Employee may only bankup to the time equivalent of forty (40) hours.

(d) Time in lieu may be scheduled subject to operational requirements and approval by theDepartment Head or their designate to a maximum of five (5) shifts (8 hour or 10 hour shifts).

(e) Employees who have accumulated banked time may elect to have the bank time paid outaccording to the Employee’s regular rate of pay. Payment shall be made either at June30 orDecember 31.

(f) This arrangement will be closely monitored by the membership and Management with an eye tomaintaining flexibility for all involved and Management’s ability to react to the needs of theindividual and organization.

Article 24— VACATION

24.01 Length of Vacation

(a) A Permanent Employee shall receive annual vacation pay in accordance with the followingschedule:

• Year of Employment Annual Entitlement

Date of hire to Dec. 31 As per Article 24.01(d)Year 1 15 days (120 hours)Year 2 16 days (128 hours)Year 3 17 days (136 hours)Year 4 18 days (144 hours)YearS 19 days (152 hours)

collective Agreement between CUPE Local 2426 and The Town of Morinville -IS-

Year 6 20 days (160 hours)


YearS 1 22 days (176 hours)

YearS 23 days (184 hours)




Yearl3 27days(2l6hours)



Year 16 (max) 30 days (240 hours)

(b) A Permanent Employee may receive vacation entitlement to a maximum of thirty (30) days peryear.

(b) Part-time Employees will receive the above entitlement prorated to the number of hours theywork compared to a Permanent full-time Employee.

(c) Permanent Employees with less than one year of service, Probationary and Temporary Employeesshall receive a vacation or money in lieu thereof in proportion to their service based upon oneyear of continuous service entitling an Employee to fifteen (15) days vacation.

(d) An Employee’s first vacation anniversary shall be January 15t that follows the Employee’s date ofcommencement. Thereafter, subsequent vacation anniversaries shall be January l of each year.

24.02 Vacation Entitlement

(a) Commencing in their first full calendar year of employment, annual vacation entitlement shall beadvanced to a Permanent Employee in full on the first (15t) of January each year and suchEmployee shall be allowed to schedule this vacation subject to the terms of this Agreement.

(b) An Employee who terminates during a calendar year shall be entitled to a pro-rata portion ontheir annual vacation entitlement compared to the number of calendar days in the year.

(c) If, on the date of termination, the Employee has used more than their pro-rata portion of vacationearned to that point in time in the calendar year, the Employee shall reimburse the Town for anyused portion of the annual vacation entitlement in excess of the Employee’s pro-rata portion ofvacation entitlement.

(d) If, on the date of termination, the Employee has not used their pro-rata portion of vacationentitlement earned to that point in the calendar year, the Town shall pay the Employee for theirunused pro-rata portion of vacation entitlement.

24.03 Carry-over

Except as otherwise authorized by the appropriate Department Head, an Employee shall take all of hisvacation entitlement in the calendar year in which such vacation entitlement falls. Carry-over vacationto a maximum of one (1) week into the following year may be granted provided that such a carry-overentitlement is taken no later than March 3l of each year.


Where authorized by the Department Head, an Employee maybe allowed to carry-over more than oneweek of vacation, provided that such carry-over entitlement is taken by March 31 of each year and thescheduling of vacation carry-over approved by the Town. The Employee shall provide the DepartmentHead a leave request no less than two (2) weeks advance notice in writing.

24.04 General Holidays During the Vacation Period

If a recognized General Holiday fails or is observed during an Employee’s vacation period they shall beallowed an additional vacation daywith pay immediately following his vacation period or an additionalday of vacation on some other day if mutually agreed to between the Employee and his Supervisor.

24.05 Vacation Pay

Vacation pay for each year of vacation shall be at the regular rate of pay.

24.06 Vacation Schedules

Vacation schedules shall be completed and posted by March 3V of each year and insofar as the efficientoperation of a department will permit, an Employee shall have the right to choose their period ofvacation according to seniority. If, in the opinion of the Department Head, the period of vacation leavechosen by an Employee conflicts or interferes with the efficient operation of the department, theDepartment head will give such Employee at least one (1) months notice thereof where practicable butin no event shall the notice be less than ten (10) working days, and such Employee shall have the right tochoose an alternative period. In the event that the Employee does not choose an alternative period inaccordance with the above guidelines, the Department Head shall assign the vacation period. If anEmployee is required by the Department Head to alter their scheduled vacation on less than thirty (30)days notice, then the Town will reimburse the Employee for any loss incurred as a result of having tocancel hotel or transportation reservations. The Employee shall be required to present proof of suchloss. Notification of such loss shall be made by the Employee to the Town immediately upon theEmployee being advised of the proposed change in the Employee’s vacation period.

24.07 Vacations in Excess of Three Weeks

An Employee shall be entitled to receive their vacation in an unbroken period except where theirvacation entitlement is in excess of three (3) weeks. In such a case, the Employees vacation entitlementmay be taken in an unbroken period only with the approval of the Town.

Article 25- LEAVE OF ABSENCE

25.01 Conditions

Leave of absence may be granted at the discretion of the Town to an Employee. An Employee shall use aleave of absence only for the purpose for which it was granted, otherwise they shall be deemed to haveautomatically terminated their service with the Town.

25.02 Leave of Absence During Regular Working Hours

Where an Employee has been granted a leave of absence during their regular working hours they willnot be paid overtime until after they have worked a full shift.

collective Agreement between CUPE Local 2426 and The Town of Morinville -20-

25.03 Leave of Absence and Benefits

Employees granted leave of absence without pay in excess often (10) days shall make arrangementsthrough the Town Office to pay both the Town and Employee portion of applicable Employee benefitpremiums before their leave of absence commences.

25.04 Leave of Absence and Earned Vacation Time

An Employee who has been on leave of absence without pay for thirty (30) or more consecutivecalendar days, except where the leave is for the purpose of attending a training course recognized bythe Town, shall, for the year in which the absence occurs, earn annual vacation with pay proportionateto the number of months that the Employee worked with pay in the service of the Town.

25.05 Leave of Absence for Union Business

Insofar as the efficient operation of the affected department permits, leave of absence without pay andbenefits for Union business may be granted on written request two (2) weeks in advance to theappropriate Department Head. When such leave is granted, the Employer shall continue to pay wagesand benefits and invoice the Union for the losses. The Employer shall use the regular rate of pay for theEmployee plus 30% of the regular rate of pay to cover benefit costs of the Employee. The Union agreesto reimburse the Employer within 30 days of receipt of the invoice.

ARTICLE 26- SPECIAL LEAVE

26.01 Special leave shall be granted to a Permanent and Probationary Employees up to a maximum of twentyfour (24) hours, per year, with pay, if an incident should occur in their immediate family, which shallinclude wife, husband, common law partner, son, daughter, grandchildren, mother or father, for thepurpose of making arrangements for the care of the person, or for the care of the children. This shallalso include eye examinations, or other medical appointments, and funerals not otherwise provided forin the Collective Agreement, for the Employee that are arranged in a manner in which they will be leastdisruptive to the work. Temporary Employees who have performed twelve (12) months of uninterruptedservice shall be eligible for special leave benefits at the same rate.

26.02 Permanent Employees with less than one year of service shall receive special leave in proportion to theirservice based upon one year of continuous service entitling an Employee to twenty four (24) hours ofspecial leave.

Article 27— COMPASSIONATE CARE LEAVE

27.01 Employees may access Compassionate Care leave as per the Employment Standards Code.

Article 28- BEREAVEMENT LEAVE

28.01 A Permanent Employee shall be granted leave as necessary, up to a maximum three (3) regularlyscheduled consecutive work days, without loss of pay at their regular rate of pay for the purpose ofmaking arrangements for, or attending a funeral when death occurs in an Employee’s immediate family,that is, current spouse, parent, grandparent, grandchild, parent of current spouse, child or ward,brother, sister, or a related dependent of the Permanent Employee. Up to five (5) calendar days with


pay will be granted to attend a funeral outside the Province.

Article 29- MATERNITY LEAVE/PARENTAL LEAVE

29.01 Entitlement

An Employee is entitled to maternity/parental leave as per the Employment Standards Code. AnEmployee on leave is entitled to Employee benefits and LAPP, so long as the Employee’s share of thosebenefits is paid by the Employee, for the duration of the leave.

29.02 No Loss of Seniority

Maternity leave shall be without salary or sickness allowance, but the Employee on such leave willnot lose seniority.

Article 30- SICK LEAVE

30.01 Sick Leave Defined

When used in Article 30 of this Agreement the word ‘disability’ shall mean the inability of an Employeeto perform the regular duties of his position by reason of a non-compensable illness or injury.

30.02 Accumulation of Sick Leave Credits

One hundred and forty-four (144) hours sick leave per year shall be earned by Permanent andProbationary Employees at the rate of twelve (12) hours for every calendar month an Employee isemployed. The unused portion of an Employee’s sick leave shall accumulate to a maximum of sevenhundred and twenty (720) hours entitlement. Temporary Employees who have performed twelve (12)months of uninterrupted service shall be eligible for accumulation of sick leave benefits at the samerate.

30.03 Sick Leave Entitlement

(a) All sick leave shall be paid for at the regular rate of pay.

(b) The Town may where an Employee is eligible require the Employee to utilize short-term disabilitybenefits.

(c) An Employee’s sick leave entitlement shall be reduced by the number of sick days taken.

30.04 Sick Leave Accumulation and Leave of Absence

Permanent, Probationary and Temporary Employees shall not be credited with or accumulate sick leaveentitlement while on leave of absence without pay for a period of one (1) month or longer.

30.05 Proof of Illness or Injury

An Employee may be required to deliver to the Town a written certification of illness or injury in order tobe eligible for payment under the provisions of Article 30.03. Where the illness or injury is of duration ofthree (3) days or more such certification shall be provided by the Employee- Upon the production of a


receipt, the Employer shall reimburse the Employee for the cost of the certificate.

30.06 Request for Medical Determination

At the request of the Town, and at the Town’s expense, an Employee shall attend upon another medicaldoctor for purposes of an independent medical examination and report.

30.07 Recorded Amount of Sick Leave Credits

Upon one (1) week notice, the employer shall advise an Employee in writing of the amount of sick leaveentitlement accrued to his credit.

Article 31- HEALTH BENEFITS

31.01 Alberta Health Care

The Town shall pay one hundred (100) percent of the premiums for Alberta Health Care for Probationaryand Permanent Employees as well as Temporary Employees who have performed twelve (12) months ofuninterrupted work.

31.02 Group Life Insurance

The Town shall pay one hundred (100) percent of the premiums for A.U.M.A. Group Life InsuranceCoverage for those Employees classified as permanent.

31.03 Extended Health and Vision

The Town shall pay one hundred (100) percent of the premiums for A.U.M.A. Extended Health andVision coverage for those Employees classified as Permanent as well as Temporary Employees who haveperformed twelve (12) months of uninterrupted work. The Town will provide a Vision Care plan with anallotment of five hundred dollars ($500.00) per Employee bi-annually.

31.04 Short Term Disability

The Town shall pay one hundred (100) percent of the premiums for A.U.M.A. Short Term Disabilitycoverage for those Employees classified as Permanent as well as Temporary Employees who haveperformed twelve (12) months of uninterrupted work.

31.05 Long Term Disability

The Employee shall pay one hundred (100) percent of the premiums for A.U.M.A. Long Term Disabilityinsurance coverage for those Employees classified as Permanent.

31.06 Dental Care

The Employer shall pay one hundred (100) percent of the premiums for Dental Care coverage for thoseEmployees classified as Permanent as well as Temporary Employees who have performed twelve (12)months of uninterrupted work.


31.07 Wellness Benefit

The Town shall provide each full time Permanent Employee with a Weliness Benefit of five hundreddollars ($500.00) as a taxable benefit. Employees may utilize the Wellness Benefit towards health andwellness, education and education technology as per the Town’s Wellness Benefit policy. The WellnessBenefit will be paid once per year in May in the farm of an allowance paid via payroll. Employees mustbe eligible as of the date of payment to receive such payments.

Article 32-PENSION

32.01 Membership in the Local Authorities Pension Plan shall be compulsory for full time PermanentEmployees in the Bargaining Unit. The Town and Employees shall contribute to such pension plan inaccordance with the terms of the pension plan.

Article 33-EMPLOYEE CLASSIFICATION

33.01 Union to Receive Classification Specifications

(a) The establishment and maintenance of a classification plan covering Employees within thejurisdiction of the Union shall be the sole responsibility of the Town. The Town shall developclassification specifications in accordance with the classification plan and shall providespecifications to the Union as they become available. No current Employee will suffer a reductionin wages as a result of the new Classification Specifications.

(b) Employees appointed to classifications will be paid for all time worked with the Town while soclassified at the prevailing rate of pay for such classification.

(c) The Employer will endeavor to maintain the number of employees assigned to each classification.A reduction in the number of employees rated in any classification will only be made in the eventthat the Employer considers such a reduction to be justified owing to the fact that the number ofemployees in such classification cannot be gainfully employed as such.

(d) The Employer will prepare and submit electronically to the Union a list of how many members areemployed and in which classification they are assigned along with job descriptions for all presentUnion classifications and for any new Union classification developed during the term of thisAgreement.

33.02 Establishing Pay Rates/Classification Determination

Where the Town creates a new classification which is not included in this Agreement, or where theduties of an existing classification are altered to substantially change the nature of the work beingperformed, the rate of pay shall be subject to negotiations between the Town and the Union. If theparties are unable to agree on the rate of pay for the position in question or whether the Employee iscorrectly classified, the dispute shall be submitted to the grievance and arbitration procedure. The finalrate of pay as agreed upon or as determined by an arbitration board shall be retroactive to the date ofappointment to the new classification.


Article 34-TEMPORARY ASSIGNMENTS

34.01 Assigned to Higher Classification

Any Employee temporarily appointed to a higher classification within the scope of the Bargaining Unitshall be paid the wages for the higher classification, except where the appointment to such higherclassification is not for a period of time in excess of one (1) working day. If the appointment to thehigher classification is for a period of time in excess of one (1) working day, the Employee shall receivethe higher rate of pay for the entire time he is appointed to the higher classification.

34.02 Assigned to lower Classification

Any Employee temporarily assigned to a classification for which a lower wage rate has been establishedshall continue to be paid at the rate established for their normal position providing that the temporaryassignment is not for a period of time in excess of thirty (30) days. This Article shall not apply ininstances of a permanent demotion nor in instances where an Employee is required or allowed toassume a new classification as a result of a layoff in the work force.

Article 35 - WAGES

35.01 Regular Rate of Pay

The words “regular rate of pay” when used in this Agreement shall mean the rate of pay assigned to anEmployee as set out in Appendix “I”.

35.02 Wages in Appendix “1”

The regular rates of pay set out in Appendix “1” to this Agreement shall apply during the term of theAgreement. Part-time Employees shall receive wages in accordance with the rates of pay set forth inAppendix “1”. The Town shall pay wages monthly in accordance with Appendix “1”. On the 15th day ofeach month the Town shall pay an advance to each Employee no greater than fifty (50) percent of theestimated net earnings of the Employee for that month. On the final pay cheque of each pay period,each Employee shall be provided with an itemized statement of their wages, overtime, supplementarypay and deductions.

35.03 Reporting Pay Guarantee

If an Employee who is scheduled to work a full shift reports to work on their regular shift, they shall bepaid at their regular rate of pay for the entire period worked with a minimum of three (3) hours pay.

35.04 Retroactive Pay

An Employee in the service as of the ratification of this Agreement shall be eligible for retroactivepayment on wages paid to the Employee during the period from January 1,2018 to the date ofimplementation of this Agreement. This retroactive payment shall be calculated by applying thepercentage increase in wages for the applicable position to the gross earnings of the Employee for theperiod from January 1,2018 to the implementation of this Agreement.

collective Agreement between CUPE Local 2426 and The Town of Morinvifle -25-

Article 36-GENERAL EMPLOYMENT PROVISIONS

36.01 Unreported Absence

An Employee absent for three (3) consecutive days without notifying their immediate Supervisor shall beconsidered to have vacated their position.

36.02 Report for Duty

Employees shall report for duty at the place directed by the Town. Where an Employee is required toreport to a new place during their regular hours of work, they shall do so without loss of pay.

36.03 Fringe Benefits for Part-time Employees

Part-time Employees shall receive fringe benefits for which they are eligible on a pro rata basis inaccordance with the percentage of their regular part-time hours of work per week as compared to (40)hours of work per week. Fringe benefits shall include sick leave, bereavement leave, General Holidaysand vacation.

36.04 Loss of License

(a) Employees who are required to maintain a valid Operator’s License, for the purpose of their workwith the employer, shall be terminated from their employment in the event of loss of Operator’sLicense for a period of more than six (6) months.

(b) Employees who lose their Operator’s License for a period of six (6) months or less may be laid offuntil such time as the license is again secured.

(c) In the event of such loss of Operator’s License the affected Employee may be offered the firstavailable position to which they are qualified.

36.05 clothing Allowance

(a) The Town shall provide hard hats, rubber boots, rain wear, gloves and specialty clothing asrequired for work to be carried out by the Employees.

(b) The above clothing will remain the property of the Employer, and any Employee who is suppliedwith any clothing and through carelessness and neglect, damages, destroys or loses any of it, shallreplace or pay for same. This does not include general wear and tear. When not being used itmust be returned to the Employer.

(c) The Employer shall pay Permanent Employees two hundred dollars ($200.00) once per year inMay in the form of an allowance paid via payroll towards the purchase of work clothing and/orCSA approved safety boots.

(d) The Employer shall pay Seasonal Employees one hundred dollars ($100.00) at the start of theiremployment in the form of an allowance paid via payroll towards the purchase of work clothingand/or CSA approved rubber and safety boots.


Article 37—Contracting and Job Loss

37.01 The Town agrees that they will notify the Union in writing prior to entering into a third party contractagreement that involves the work that is written within the scope of the Bargaining Unit. If the Uniondeems it necessary, it will be given opportunity to make a presentation.

37.02 In the event of a job loss due to restructuring, downsizing, or contracting of work, severance will beprovided in accordance with Schedule A — Severance Schedule.


SIGNED this-’ day of________________________________ ,2018.

TOWN OF MORINVILLE CANADIAN UNION OF PUBLIC EMPLOYEES,LOCAL 2426

Collective Agreement between CUPE Local 2426 and The Town of Morinville -2R-

r APPENDIX 1

HOURLY WAGE RATES — JANUARY 1, 2018(2% Increase)

Seasonal Worker

MSW II

PF Operator2 25.01 26.71 28.51

PW Operator I

Utility Operator, Training

PF Operator II

3 PW Operator 1 26.17 27.94 29.84

Utility Operator I

PF Operator Ill

4 PW Operator III 27.39 29.24 31.22PWBMW (non certified)

5 Utility Operator II 30.35 32.40 34.60

6 Foreman 34.28 36.60 39.07

Journeyman Mechanic7 35.99 38.43 41.03

PWBMW (certified)

HOURLY WAGE RATES — JANUARY 1, 2019 (2% )ncrease:flpI

0 Seasonal Worker 19.13

Returning

20.43

1 MSW I 22.72 24.26 25.89

MSW II

PF Operator I2 25.51 27.24 29.08

PW Operator I

Utility_Operator,_Training

PF Operator II

3 PW Operator II 26.69 28.50 30.44Utility Operator I

PF Operator Ill

4 PW Operator III 27.94 29.82 31.85PWBMW_(non_certified)


6 Foreman 34.96 37.33 39.86Journeyman Mechanic

7 36.71 39.19 41.85PWBMW_(certified)

Collective Agreement between CUPE Local 2426 and The Town of Morinville- 29 -

HOURLY WAGE RATES — JANUARY 1, 2020(2% Increase)

I:F1TI Zfl[.],j. fl3WI*I flPflhli.i

I 0 Seasonal Worker 19.52 I 20.84 —

1 MSW I 23.17 24.74 26.41

MSW Il

PF Operator I2 26.02 27.79 29.67

PW Operator I

Utility_Operator,_Training

PF Operator II

3 PW Operator Il 27.23 29.07 31.05

Utility Operator I

PF Operator Ill

4 PW Operator III 28.50 30.42 32.48

PWBMW_(non_certified)


6 Foreman 35.66 38.08 40.55

Journeyman Mechanic7 37.44 39.98 42.68

PWBMW (certified)

Schedule A — Severance Schedule

Severance shall be paid out according to the following schedule and process:

(a) two (2) weeks pay per year for the first eighteen (18) full years of continuous service;

(b) three (3) weeks pay per year for full years of services in excess of eighteen (18) full years;

(c) maximum payment will be fifty-two weeks pay.

Employees terminated with severance shall forfeit all rights and entitlements under the Collective Agreement, includingbut not limited to recall rights, re-employment rights, and seniority rights. The Employee and their Union shall berequired to sign a release prior to any severance payment being made.

Payments made in accordance with the above shall be based on the Employees’ regular rate of pay for the po5ition inwhich they are permanently employed on the date of severance.

An Employee may choose to be paid as a lump sum or through salary continuance.

Collective Agreement between CUPE Local 2426 and The Town of Morinville- 3D -

LETTER OF AGREEMENT #1

between

The Town of Morinville(hereafter referred to as “the Employer”)

- and -

Canadian Union of Public EmployeesLocal 2426

(hereafter referred to as “the Union”)

RE: Seasonal Workers

The Employer agrees to provide Seasonal Employees with formal feedback mid-way through their term ofseasonal employment and a final performance review at the end of such term.

The Employer further agrees to consult with the Union in the development of documents that will be used toprovide feedback and final performance evaluation.

Signed this

______

day of t\.ftONj 2018.



LETTER OF AGREEMENT #2

RE: 2018 Payments and Rates

between

The Town of Morinville(hereafter referred to as “the Employer”)

- and -

Canadian Union of Public EmployeesLocal 2426

(hereafter referred to as “the Union”)

The parties agree, based on newly negotiated Article 31.07Allowance), that the balance of each allowance will be paidwill be as per the Collective Agreement.

(Wellness Benefits) and Article 36.05 (clothingvia payroll in May 2018. Thereafter the payments

The parties agree, based on newly negotiated Article 20.01 (On-call), that the 2018 rates will commence May 1,2018.

Signed this-J- day of ,2018.


Collective Agreement between CUPE Local 2426 and The Town of Morinville- 32 -

the canadian - cupe alberta · 2018. 6. 11. · group of positions having sufficiently similar...

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